In this Article:
Learn how to follow the Indeed quality guidelines and troubleshoot jobs posted to Indeed.
Indeed Quality Standards
Please follow all Quality standards from the Indeed blog Search Quality: Doing What’s Best For Job Seekers (Indeed, Mar 28 2013) These Quality standards are applied to all ATS's, not just BrightMove.
Inside the Search Quality Team
Indeed’s Search Quality team makes decisions independent of any existing business relationships. The team’s only criterion in making decisions about job postings is to do what is best for the job seeker. Using data, Indeed's Search Quality system relies on several key job seeker satisfaction metrics, including: how likely job seekers are to come back to the site, how many searches they perform, how many good job listings they find, how many applications they submit and how many hires are made.
Indeed's Evaluation Criteria
So how does the Search Quality team prioritize search results? Here are some of the general guidelines for the display of organic job listings:
The job is a job. Listings that are not jobs – such as advertisements, training courses, franchise opportunities and fraudulent listings – are not allowed on Indeed and will be removed if discovered.
The job isn’t reposted. When a job is repeatedly deleted and then reposted, it provides a negative experience for job seekers.
The job is easy to apply to. Job listings that require registration fees, application fees, signing fees or required training that the employer provides for a fee are not accepted or will be removed, as soon as possible, when discovered. In general, the application process should be simple and easy to understand for all job seekers.
The job posting includes important and accurate information pertaining to the job. The job listing includes the location, company name, job title and an adequate job description.
The job is unique. We believe the job seeker deserves to view the best version of a job. Duplicate listings, among multiple sources or within a single source, are not accepted or will be removed.
- Job Postings/ Descriptions must not contain discriminatory language. Example- Incorrect: Must be a native English speaker. Correct: Speaks English at an idiomatic level.
Do’s and Don’ts for Indeed Job Listings
- Don’t use offensive content. Would a reasonable person consider any aspect of your listing inappropriate or offensive? If so, the visibility of your job may be affected.
- Specifics, not clickbait. Make your job title the name of the particular job as it might appear on a business card, with no extra information or eye-catching gimmicks. Job descriptions should include the particulars a qualified candidate would search as well as other details you think are important.
- Don’t use job content that isn’t yours. Each job that appears on Indeed must be offered by an authorized representative of the company seeking to fill a position.
- Offer a real job. Indeed is a search engine for jobs. Non-job content--including spam, scams and other offers--will not be shown to job seekers.
- Don’t try to game the system. Like other search engines, Indeed uses algorithms to provide the freshest, most relevant content in response to searches. Listings that attempt to exploit these principles by reposting roles within a short timeframe or posting roles in more locations than the job is offered for increased visibility will not be accorded the same visibility to our users as jobs which we feel are more relevant.
- Tell the truth. Job seekers deserve to know the true details of your job, including its location, duties and whether the job is being offered by the hiring company or by a recruiter on the company’s behalf.
- Use Indeed to fill a job, not a pipeline. Indeed is an invaluable tool for recruiters, but each posting should represent a real and currently available job. Attracting applicants for future possible matching opportunities is not an honest use of a posting.
- Don’t discriminate. Jobs on Indeed must be made available to qualified candidates regardless of age, race, gender and sexual orientation. There may be specific exemptions for some kind of jobs, but you will need to show you fall into those exemptions.
- Pay reliably and fairly. Jobs that people find on Indeed should have hourly or salaried wages and may not cost the candidate anything to apply, interview and begin work.
- Make application accessible and transparent. Job seekers should not have to navigate through complicated steps to begin the application process.
- Treat candidates with respect. Applicants should hear back from companies to which they apply and if they are invited to interview, they should be updated on their status in/at reasonable intervals. Most importantly, the privacy of the job seeker is paramount and information you get in the application process should be safeguarded.
Look for more information about search quality at Indeed on Indeed Blog or email firstname.lastname@example.org if you have questions about how these guidelines apply to your jobs.
To inquire with Indeed about jobs not being posted to their job board, please visit: http://www.indeed.com/support
If you had a previous relationship with Indeed and were posting jobs directly or through a different ATS, please be sure to contact Indeed Customer Support and ask them to switch your account over to batch posting through your new ATS BrightMove. We are an integrated Indeed partner with quick apply, BQs, and several other features.
Indeed has a policy that all Staffing companies must have a sponsored visibility to post jobs. Please contact Indeed support to inquire how to do this.